Sally graduated from the ANU with a Bachelor of Science (Psychology) and honours in 2014. She began at people2people through their graduate program and is now a senior consultant in the Sydney CBD permanent recruitment team, specialising in administration and marketing. During her time at people2people, Sally has been awarded the Paraconsultant of the Year (2015), Most Improved Consultant of the Year (2016), and Social Media Engagement Award (2017).
How to Rebound After Redundancy
It’s no secret, we are in the midst of ongoing turbulent times as many companies throughout Australia and the rest of the world restructure and cost-cut. Hand-in-hand with this, unfortunately comes redundancy. No matter how you cut it, redundancy is a tough ride, emotionally.The question is: How can you rebound after a career setback? This article will discuss 4 ways to stay centred and get back on track. #1. Accept RealityPerhaps one of the hardest things to do, at least immediately after you experience the setback, is to accept the reality of the situation. Many professionals find themselves in a state of shock, and deal with feelings of self-doubt and disbelief. They find it hard to deal with the thought that their company gave up on them - or that they weren't as good as they originally thought.It may take some time to accept this "new normal," but it's an important first step in your recovery. As you work through this process, don't burn bridges. Stay gracious, even with wounded dignity. It has been said that "a person's character shines brightest during the dark night of adversity;" and if you leave on a good note, who knows what doors may open (or re-open) for you in the future? #2. Honestly Analyse Your PerformanceThis may be hard to do in the aftermath of your job loss or demotion, but it is necessary for your professional (and personal) growth. It’s dependent on why you were made redundant but take some time to think about your performance in your role and what areas you could improve on or upskill in whilst you have some time off. If appropriate, at some point you may want to ask for honest feedback from a former manager or colleague. #3. Leverage Your Experience for Future SuccessOdds are the time spent with your former employer allowed you to gain valuable skills and experience. Even though it may have ended earlier than expected, use that period of your professional life as a springboard for career advancement with another company. Other employers know that layoffs and career transitions are a reality of modern life - but they'll likely be more interested in your profile as an experienced professional compared to less qualified candidates. #4. Don't Look Back with RegretThis is a big one. It's all too easy for us to fall into the trap of "counterfactual thinking" - i.e., "what if?" Studies have shown that even high-achieving individuals often sacrifice happiness on the altar of "what might have been," even when they are objectively better off than many of their peers. Don't fall into that trap. Remember that the "good old days" had their share of troubles, and that your current situation has its own set of advantages.While a major career setback may throw you off-balance for a time, there is still plenty you can do to get back on course. If you follow these four principles discussed above, you'll be able to quickly rebound after your fall - and you'll be a better, wiser, and happier person for it. #5. Consider Temp & Contract OpportunitiesJobs come in all shapes and sizes so open your mind to contracting and/or temping options. Employers may be looking to ramp up their workforces to meet demand in particular areas, so if you are adaptable and open to new ways of working, you could be in a new temp role very quickly. Apart from providing some financial security while you are looking for a permanent position, temping and contracting is also a great way to widen your skill set and create new networks.As recruiters, we see first-hand that people’s self-esteem can take a blow, but we also know that in taking steps to reframe your mindset, it is possible to bounce back quickly.May 21, 2020
3 Ways to Keep Your A-Players Motivated
3 Ways to Keep Your A-Players Motivated When a Raise or Promotion Isn’t an Option Almost every business I’ve spoken to is doing it tough at the moment, and all are trying desperately hard to keep their doors open and staff employed. However, many HR teams and Line Managers are still having to continue their BAU activities, and as we move closer to the new financial year, budgeting and salary reviews will soon (if not already) be on the agenda. As it is survival mode for most, promotions and pay increases will be out of the question – but keeping all employees, and our top performers, engaged is incredibly important. Below are three ideas to recognise and reward those who deserve it. 1. Recognise them and their efforts: Recognition can hold as much power as a pay bump, particularly if it is personalised to the employee and their achievements. Some individuals don’t like public recognition so it’s best to assess first how they respond to praise, but most will appreciate a detailed shout out on the monthly Zoom meeting or a post on the company’s Teams channel. 2. Empower with new skills and responsibilities: Sit down and understand your team member’s short- and long-term goals and do what you can to improve their skillset. If external training is off the cards, see if they can be exposed to other teams or responsibilities (if that’s of interest) or greater autonomy and ownership for future projects. 3. Identify other perks: Before COVID, the ability to work from home was a huge benefit. Now that we’re all stuck at home it’s not as tantalising, but there are other options, such as longer lunch breaks, half days on Fridays, or flexible start and finish times (if that’s not part of your company’s culture already). When someone goes above and beyond, they deserve to be rewarded for it. However, if budgets are tight, HR and Line Manager’s need to be creative to keep their star employees engaged. Fostering a company culture of recognition and encouraging upskilling isn’t just a short-term option, it can improve work satisfaction and organisational citizenship in the long run as well.May 14, 2020
Silence is Not Always Golden
As recruiters we are the intermediary between employers and candidates, each party relying on us to relay messages, keep the process moving forward, and ensuring the desired outcome - a happy client and happy candidate in their dream job - happens quickly and efficiently.Hello…. is anybody there?One of my greatest fears and frustrations is when one party goes silent. No one enjoys getting ghosted in any aspect of their lives, but the whole recruitment process can falter or fail, if communication is inconsistent or, worse still, non-existent.I recently had a candidate be super communicative until after the second interview. The client wanted to move quickly through the reference check and offer stage to ensure a smooth onboarding process, but it took several attempts to contact my candidate before she would respond. This included her response to the client’s email containing the contract with specific questions about her start date. Things were completely fine, and she started her new role the following Monday. But the anxiety could have been mitigated by keeping everyone in the loop.Keep the lines of communication openWhen you are working with a recruitment consultant, remember the golden rule – Communication is the key to success.Understandably, there are times when you’re not ready to make a decision - you may want to reflect on an interview you’ve attended, perhaps do further research into an organisation or take the time to thoroughly read an employment contract before signing it. Thinking time is fine, but ensure you communicate that. A simple acknowledgment of receipt and setting the expectation for a more comprehensive response works well. It’s not hard to say in an email, phone call or text:“Thanks Sally – I’ll take a look through the contract and get back to you tomorrow afternoon with any questions I may have.”I am in the business of people and after four and a half years, I have learned that silence isn’t a good thing. To assist your recruiter in not going grey too early, please keep us updated and reply to our communication (particularly at the contract stage!) so we know you’re still there!October 24, 2019
First Impressions Last: Successful Onboarding Leads to Su...
Depending on the role, the recruitment process can be lengthy. For the final candidate an offer and acceptance are the exciting result of potentially weeks of calls, interviews, testing and hoops to jump through. Before the start date, candidates are often keen to start and look forward to the next chapter in their career. However, all this can fall to pieces if their first few days and weeks are disorganised and shambolic. Business Insider reported that six in 10 Australian managers have had a new employee resign in their probation period due to poor onboarding processes. For everyone involved, this can be costly and inconvenient. It can be rectified through by implementing a few simple but structured steps: Create an onboarding document that outlines what is needed for an employee to be effectively onboarded and how long this should take. Ensure someone owns this to ensure a consistent experience for everyone. Even if the recruitment process was handled through an agency, reach out to employee prior to their start date. Have them fill out key forms prior to starting and ensure all relevant IT systems and log-ins are ready for their first day. Create a training schedule that covers training such as OH&S, learning about company objectives and goals, and role relevant responsibilities. Arrange meetings for the new employee to be introduced to the relevant stakeholders, managers, and company leaders. This schedule can and should be extended beyond the probation period and should include a long-term performance development plan and additional learning. It is in everyone’s interest for a new employee to stay and succeed. From the offer and acceptance stage, employers should make new employees feel welcome and equipped to do well in their new job. Initially, they will need regular guidance, so having their Manager or HR check in frequently will aid in the onboarding experience. When you have invested so much time, not to mention money, sourcing a suitable new employee for your team, the last thing you want to do is see everything fall apart in the first few weeks or months. Remember, first impressions last, so get the onboarding right and give your new team member an experience that will be memorable for all the right reasons.August 29, 2019